Brainless admin job, processing invoices etc, NOT A GRAD SCHEME. - Recensione dipendente - Graduate Operations Associate presso Distribution Finance Capital

Social side of work was great Dogs in office is always nice

- Very cliquey here, clear groups of “best mates” who all sit together and have a lovely time chatting at lunch whilst the rest of the office is working tirelessly to get things done without a break - morale and mental health of colleagues across the board was extremely concerning, a lot of very unhappy people with their issues being ignored - a lot of back stabbing, people at Dfc can’t truly be trusted - my contract was ended extremely abruptly with ZERO warning and I was patronised by the CPO and ushered out of the back entrance without even being able to collect my things. My line manager sat silently during this meeting as I was clearly upset and didn’t offer to intervene or ask how I am. No backbone at all, but I can’t really be surprised when all they did was be more interested in their romantic life with another colleague. I heard nothing from anyone ever again apart from one colleague who is now my friend. - avoid this place, the “culture” is a scam, when you get down to it, it’s an extremely toxic environment - a lot of senior members of staff are all from Aldermore, which is quite convenient…

• Competitive pay compared to some peers • A few good colleagues at non-leadership levels trying to do the right thing Free tea and coffee but the fear of spilling any and getting fired by the CEO is never far from anyone’s mind.

• Toxic culture runs throughout the business, driven by the CEO and enabled by the Board • The Board is complicit, ignoring warning signs and backing the CEO’s approach regardless of the damage • Directors promoted into senior roles often lack the experience or capability needed — they are rewarded purely for enforcing the toxic culture and silencing dissent • Promotions and progression depend entirely on loyalty to the CEO, not merit, skill, or performance • Money and titles regularly override integrity, shifting people’s moral compass • Leadership is terrified of speaking freely when projects are delayed or targets missed • System discrepancies are brushed aside or covered up rather than fixed • Risk culture is deliberately discouraged; raising issues is treated as disloyalty • “Charity work” is used as a PR tool to disguise what is happening internally • Very high staff turnover — people are fired or pressured into settlements if they dare to speak up • No psychological safety: employees operate in fear, not trust. You walk into the office not knowing what passive aggressive messages you will receive on the companies internal platform blaming employees for behaviours displayed daily by SLT. WFH is rigidly enforced and again, by fear. People end up on a list if they WFH more than 3 days, regardless of the reasons why No competent HR function. It is in place to protect DF SLT, not other employees.